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1 Guidelines for Promotion, Tenure, Third-year, and Cumulative Review for Tenure-track Faculty Members COLLEGE OF EDUCATION GEORGIA STATE UNIVERSITY ATLANTA, GEORGIA Written April 20, 1992 Revised May 6, 1992 Revised March 1, 1993 Revised May 11, 1994 Revised March 2, 1995 Revised November 1, 1995 Revised January 12, 1998 Revised February 9, 1998 Revised May 8, 2000 Revised December 9, 2003 Revised May 9, 2004 Revised April 28, 2006 Revised January 19, 2012 Revised and Approved by faculty vote on December 14, 2012

2 Table of Contents Preamble Overview of the Faculty Evaluation Process Part 1 Third-year Review for Tenure-track Faculty Members 1.0 Third-year Review Procedures for Tenure-track Faculty Members Part 2 Promotion for Tenure-track and Tenured Faculty Members; Tenure for Tenure-track Faculty Members 1.0 Eligibility for Promotion for Tenure-track and Tenured Faculty Members 1.01 Assistant Professors Seeking Promotion 1.02 Associate Professors Seeking Promotion 1.03 Promotion for Faculty Members with Secondary Appointments in the College of Education 2.0 Eligibility for Tenure for Tenure-track Faculty Members 3.0 Criteria for Promotion and Tenure 3.01 Criteria for Promotion 3.02 Criteria for Tenure 3.03 Research and Scholarly Activity Publications Presentations Grants Other Scholarly Activity and Professional Recognition 3.04 Teaching 3.05 Service 4.0 Tenure Review at the Time of Initial Appointment 5.0 Overview of the Review Process 5.01 External Review of Research and Scholarship Accomplishments of the Candidate Rationale for External Review Sources of External Reviewers Criteria for External Reviewers Communication with External Reviewers Submission of Sample Publications, Vita, and Narrative Statement Request for Reviewer's Participation Distribution and Confidentiality of External Reviewers' Reports 5.02 Review by the Candidate's Department 5.03 Review by the Advisory Committee on Faculty Promotion and Tenure (ACFPT) ACFPT Purpose ACFPT Membership ACFPT Procedures 5.04 Review by the Dean of the College 5.05 Review by the Provost 5.06 Rating Criteria for Evaluation of Candidates 5.07 Candidate's Withdrawal or Appeal Candidate's Withdrawal Candidate's Appeal 2

3 Part 3 Cumulative Review of Tenured Faculty 1.0 Eligibility for Cumulative Review 2.0 Committee on Cumulative Review of Tenured Faculty (CCRTF) 2.01 CCRTF Purpose 2.02 CCRTF Membership 2.03 CCRTF Procedures 2.04 Criteria for Review Part 4 Guidelines for Emeritus Status 1.0 Emeritus Faculty Appointments 1.01 A current curriculum vitae 1.02 Report of a vote of support by the department 1.03 Report of a vote of support by ACFPT 1.04 A letter of recommendation from the department chair to the dean 1.05 A letter of recommendation from the dean to the provost Part 5 Guidelines for Regents and Distinguished University Professor Status 1.0 Regents Professorships 2.0 Distinguished University Professorships Appendix A: Sample Letter to External Reviewers Appendices Appendix B: Format for Dossiers Submitted for Promotion, Promotion and Tenure, or Tenure 1.0 Standard Format 1.01 Section 1: The Candidate 1.02 Section 2: Research and Scholarly Activity 1.03 Section 3: Teaching 1.04 Section 4: Service 2.0 General Rules for Preparing the Dossier Appendix C: Instructions for Preparing Each Section of the Dossier 1.0 Section 1: The Candidate 1.01 Cover Sheet 1.02 Current and Complete Vita 2.0 Section 2: Research and Scholarly Activity 2.01 Narrative Statement 2.02 Listing Scholarly Writings in Journals, Books, Monographs, Reviews, and Proceedings Presentations at Professional Meetings Awards and Grants Media Products Recognition by Scholarly and Professional Associations Appendix C: Instructions for Preparing Each Section of the Dossier (cont.) 2.03 Exhibits 3

4 3.0 Section 3: Teaching 3.01 Narrative Statement 3.02 Listing Georgia State University Teaching Assignments Courses Taught at Other Institutions Courses Developed at Georgia State University Graduate Student Committees Other Information Impact on Students 4.0 Section 4: Service 4.01 Narrative Statement 4.02 Listing Service to the Profession Service to the Community Service to the University Appendix D: Timeline for Third-year Review Appendix E: Timeline for Promotion, Promotion and Tenure, or Tenure Review Appendix F: Timeline for Cumulative Review of Tenured Faculty Appendix G: Timeline for Tenure Review at the Time of Initial Appointment 1.0 Review Procedures 2.0 External Review Letters 3.0 College-Level Review 4.0 University-Level Review 4

5 PREAMBLE The College of Education is a metropolitan professional school with a particular commitment to excellence in preparing persons to work in a variety of urban educational and other settings and to advancing and disseminating knowledge. The mission of the College incorporates three components: research and scholarship, teaching, and service. Given the nature of a professional school, this mission is achieved by having faculty members who serve in diverse roles and who have unique responsibilities. Some faculty members are hired to serve in tenure-track positions, while others are hired to serve in nontenure-track positions (e.g., clinical faculty members, lecturers, academic professionals). The evaluation of the faculty within the College recognizes the variety of roles and acknowledges that there are multiple paths to excellence. This document contains guidelines and procedures for promotion, promotion and tenure, or tenure of tenure-track faculty members; guidelines and procedures for promotion of non-tenuretrack faculty members are specified in a separate document. The College of Education exists within Georgia State University, a research university as designated by the Board of Regents of the University System of Georgia. Subsequently, there is an expectation, which permeates the hiring, evaluation, promotion, and tenure processes of tenure-track faculty members, that research and scholarly activities are essential. These research and scholarly activities are intended to enhance and expand the body of knowledge and to push forward the limits of that knowledge. These research and scholarly activities in no way are intended to replace the elements of teaching and service but are considered to be significantly more representative of expectations of tenure-track faculty members. Promotions and tenure are integral components of a faculty member's professional growth and development at an academic institution. This growth and development begins when a faculty member is hired. At that time the faculty member s role and responsibilities are defined and expectations for performance delineated. Professional goals are set and plans for meeting those goals explored and established. To ensure growth and development, faculty members must be evaluated each year in a meaningful way to determine if responsibilities have been met and to measure progress toward professional goals. Promotion is granted on the basis of a faculty member's accomplishments. It is a statement that the faculty member has met the established responsibilities of the current position and achieved professional goals reflective of a higher faculty rank. All faculty members are expected to evidence the professional growth commensurate with the criteria for promotion for faculty members. The granting of tenure requires that the faculty member exhibits national and/or international contributions to the advancement and development of the faculty member s area of expertise as well as clear promise of continuing to contribute nationally and/or internationally to that advancement and development.

6 Overview of the Faculty Evaluation Process At Georgia State University, the quality of faculty members accomplishments in research and scholarship, teaching, and service largely determines the quality of the institution as a whole. To ensure that the institution and its faculty members achieve a high level of excellence, it is necessary to engage in periodic evaluations of faculty members. As mandated by the policies of the Board of Regents, an evaluation of each faculty member is conducted once a year by the faculty member s supervisor. (This evaluation process is addressed in a separate document on workload policy.) Additionally, faculty members are evaluated for the purposes of promotion, promotion and tenure, tenure, or cumulative review at appropriate intervals during their careers. This process begins with the third-year review for tenuretrack faculty members (see Part 1). Department chairs should advise all new faculty members, and in particular, should inform new faculty members of all promotion and tenure requirements. To this end, they should provide the new faculty members with copies of the appropriate department, college, and university promotion and tenure policies and discuss the contents of these documents. It is the responsibility of the candidate to know and follow the guidelines set forth in this document. Furthermore, the candidate must present a professional record clearly and accurately and allow the reviews to proceed according to the established procedures. Similarly, it is the responsibility of all members of the College of Education s Advisory Committee on Faculty Promotion and Tenure (ACFPT) to know and follow these guidelines and all established procedures. In addition, it is the responsibility of all members of department promotion and tenure committees and all department chairs to know and follow these guidelines and all established procedures. All deliberations in the promotion and tenure process are confidential. The timelines for all evaluation processes are in Appendices D, E, and F. Candidates, department promotion and tenure committees, department chairs, the ACFPT, and the dean must follow these timelines. In cases where University timelines differ from the College timelines included in this document, the University guidelines take precedence and will be followed. These guidelines and procedures are designed to assure fairness and due process throughout the review process. Included in this document are appeal procedures to be followed in the event of disagreements over promotion, promotion and tenure, or tenure. The renewal of each faculty member s contract is subject to Board of Regents and University policies and approval (see Georgia State University Faculty Handbook, Section ). 6

7 Part 1 Third-year Review for Tenure-track Faculty Members 1.0 Third-year Review Procedures for Tenure-track Faculty Members A formal review of the progress toward promotion and tenure will be made during the third year so that all tenure-track faculty members have a clear idea of whether or not they are progressing toward successfully achieving promotion and tenure. This review will be conducted by a department committee of at least three faculty members from the Professor or Associate Professor rank elected from among the tenured faculty members within the department, with one member elected as chair. This committee may be the same as the department promotion and tenure committee. The third-year review should address the faculty member s progress in research and scholarly activity, teaching, and service. In accordance with the timeline in Appendix D, the chair of the department third-year review committee should meet with faculty members who will be reviewed to clarify procedures and items to be submitted for review. Such review should complement efforts to implement mentoring programs within each department. The third-year review is distinguished from the annual review in that it encourages a longerterm perspective on accomplishments while still permitting time for changes in orientation and activity of the individual involved. Guidelines for the third-year review shall be specified in writing by each department. It is the responsibility of the faculty member to read these promotion and tenure guidelines carefully to be aware of expectations for promotion and tenure. The candidate needs to consider these expectations when preparing materials for the third-year review. Faculty members may be hired with prior credit toward promotion and tenure. When a faculty member is hired with one or two years of probationary credit towards tenure and promotion there shall also be a midcourse pre-tenure review. A faculty member hired with three years of probationary credit may waive pretenure review with written approval of the department chair and dean. Faculty members with no credit will be evaluated in the spring of their third year in rank. In accordance with the timeline in Appendix D, the report of the department third-year review committee will be forwarded to the department chair and dean for their review and comment. All letters and comments will be forwarded to the tenure-track faculty member in accordance with the timeline in Appendix D. The faculty member may provide a letter of response within 5 working days of receipt of all the letters and comments. Further, the faculty member may choose to follow the appeals process using the College of Education Faculty Grievance Procedures. The faculty member must initiate this appeals process within 5 working days of receipt of all the letters and comments. 7

8 Part 2 Promotion for Tenure-track and Tenured Faculty Members; Tenure for Tenure-track Faculty Members 1.0 Eligibility for Promotion for Tenure-track and Tenured Faculty Members All candidates for promotion shall hold an earned doctoral degree or its equivalent as adjudged by faculty members of the department and the Dean of the College and must be full-time members of the faculty of the College of Education Assistant Professors Seeking Promotion For Assistant Professors seeking promotion to the rank of Associate Professor, the normal minimum time in rank is five (5) years prior to making application for consideration for promotion. In cases of highly exceptional achievement, an Assistant Professor may apply after serving four (4) years. The maximum time that may be served at the rank of Assistant Professor is seven (7) years Associate Professors Seeking Promotion For Associate Professors seeking promotion to the rank of Professor, 1 the normal minimum time in rank is five (5) years prior to application although application for early promotion based on exceptional accomplishment may be made during the fourth year in the rank of Associate Professor with tenure. For either Assistant Professors or Associate Professors seeking promotion, when moving from a nontenure-track to a tenure-track line, time in rank in a non-tenure-track position may not be used to meet these requirements Promotion for Faculty Members with Secondary Appointments in the College of Education A candidate for promotion to the rank of Associate Professor or Professor who holds secondary appointment in the College of Education is not required to submit a dossier to the College of Education. However, the candidate is required to submit notification of intent to the department chair, the chair of the Advisory Committee on Faculty Promotion and Tenure (ACFPT), and the dean to have the recommendation of the college of the faculty member s primary appointment apply to the joint appointment in the College of Education. 2.0 Eligibility for Tenure for Tenure-track Faculty Members All candidates for tenure shall hold an earned doctoral degree or its equivalent as adjudged by faculty members of the department and the Dean of the College, must be full-time members of the faculty of the College of Education, must hold the rank of Assistant Professor or higher, and must hold a tenure-track line. Prior to application, the candidate seeking tenure must have served as a full-time faculty member in a tenure-track line at Georgia State University or at another institution for a total of four (4) academic years, with a minimum of one year in a tenure-track line at Georgia State University. Credit may be granted for up to three years of previous service at another institution. The number of years to be credited toward tenure is negotiated and documented at the time of hire. No credit may be granted for time served in a non-tenure-track position. The maximum time that may be served at the rank of Assistant Professor or above without the award of tenure is seven (7) years. Normally, a faculty member will apply for tenure in the fifth year of service and be considered in the sixth year of service. In cases of exceptional 1 Throughout this document, the terms Professor and full Professor refer to the rank of Professor. 8

9 achievement, a faculty member may apply for tenure in the fourth year of service and be considered for tenure during the fifth year of service. A maximum of two (2) years suspension of the probationary period may be granted due to a leave of absence based on birth or adoption of a child, or serious disability or prolonged illness of the employee or immediate family member. Such interruption must be approved by the president. Except for the approved suspension of the probationary period, the maximum time that may be served at the rank of assistant professor or above without the award of tenure shall be seven (7) years. Tenure or probationary credit toward tenure is lost upon resignation from an institution, or written resignation from a tenured position in order to take a non-tenured position, or written resignation from a position for which probationary credit toward tenure has been given to take a position for which no probationary credit is given. 3.0 Criteria for Promotion and Tenure Because of the diversity of activities engaged in by faculty members, department promotion and tenure committees, department chairs, the Advisory Committee on Faculty Promotion and Tenure (ACFPT), and the Dean of the College will consider each set of materials individually using the following guidelines based on the quality, scope, and impact of the candidate's research and scholarly activity, teaching, and service. The candidate will submit information for evaluation in three areas: research and scholarly activity, teaching, and service. The three areas (research and scholarly activity, teaching, and service) are defined in Part 2: Sections 3.03, 3.04, and 3.05 of this document Criteria for Promotion Promotion is granted on the basis of a faculty member's accomplishments. It is a statement that the faculty member has met the established responsibilities of the current position and achieved professional goals reflective of a higher faculty rank. In each area of consideration (research and scholarly activity, teaching, and service) candidates will be evaluated as having met or having not met the standards for promotion and tenure. Promotion to the rank of Associate Professor requires that a faculty member be recognized by scholars outside Georgia State University as a person who has contributed nationally and/or internationally to the advancement and development of the faculty member s area of expertise. Promotion to the rank of Professor is recognition that a faculty member s scholarship is of such high quality and importance that the faculty member has achieved a national and/or international reputation as a leading scholar in the individual s field or discipline Criteria for Tenure Tenure takes a faculty member's past accomplishments into account and also considers the ability to contribute to Georgia State University and to larger academic communities. In the College of Education, the criteria upon which faculty members are to be considered for tenure include: success in carrying out the faculty responsibilities of research and scholarly activity, teaching, and service. The granting of tenure requires that the candidate exhibits national and/or international contributions to the advancement and development of the faculty member s area of expertise as well as clear promise of continuing to contribute nationally and/or internationally to that advancement and development. 9

10 According to Board of Regents policy, a person granted tenure by the Board of Regents of the University System of Georgia is entitled to full-time employment for two out of three academic semesters until retirement, dismissal for cause, or release because of financial exigency Research and Scholarly Activity In the College of Education, scholarly activity encompasses any activity that advances education and human development by creating, extending, integrating, applying, or promoting knowledge and/or modes of inquiry. The goal is to foster the production of high-quality scholarship, acknowledging that the candidates work must be judged holistically in the context of their field or discipline. The quality of scholarship will be assessed on: (a) the national impact or effect of the scholarship on the field or discipline, (b) the scope or extent of the scholarship, and (c) the depth of the scholarship. Judgment will be based on the candidate s evidence of scholarship, the candidate s narrative explanation and documentation of the impact of the work, the professional judgment of external reviewers, and the recommendations of department chairs, department promotion and tenure committees, the ACFPT, and the dean. Scholarship comes in many forms and employs a variety of methods. Debates over the relative merits of basic versus applied research, theoretical versus empirical work, scholarship of discovery versus scholarship of integration, qualitative versus quantitative methods, and primary versus secondary analyses are not germane to the promotion process. Each topic, method, approach, and technique should be judged on whether it is appropriate to the stated goal and whether it produces a valuable product. Success in scholarly activity can be achieved in many ways and no one approach or technique is inherently superior to another. Scholarly activity will be evaluated on the basis of its impact on the candidate s identified area(s) of scholarship. The following discussion elaborates on some of the complexities involved as candidates develop and present their dossiers, as well as how committees, department chairs, and the dean evaluate the dossiers Publications Candidates may choose mainly to write articles for refereed journals or to publish in books whose publication process has comparable peer-review scrutiny for research and scholarly activity. Candidates who pursue a mixture of publication media (e.g., articles, authored or edited books, electronic media, chapters in books) will be evaluated on the whole body of work, as are those who specialize in one form of scholarly expression. Peer review is one of the fundamental principles of scholarship; however, it is recognized that there are various levels of rigor in the peer-review process. It is the candidates responsibilities to provide evidence of the process and rigor of the reviews of their works, such as journal acceptance rate, review policy process, and/or journal impact factor (if available). Formal and informal prestige hierarchies of scholarly journals exist within the fields of education and human development; however, rigid adherence to any particular ranking is ill advised. Valuable work that offers innovative approaches, new ideas, or evidence that challenges existing knowledge may or may not be published in the best-known journals. Important contributions to scholarship also may appear in non-traditional forms of refereed media such as CD-ROMs, Internet journals, and edited databases. Books, book chapters, and monographs constitute valuable contributions to knowledge; it is the candidate s responsibility to provide evidence that such publications make 10

11 significant contributions to the scholarship of the field or discipline. Publications with a prestigious press that conducts a rigorous review process indicate the quality of a book or a book chapter in an edited volume. Publication of a scholarly book is more common in some fields than others and authoring a book of high quality characteristically decreases the number of other scholarly publications. Both individual and collaborative scholarship is valued without automatically assigning higher value to one over the other. Interdisciplinary inquiry is supported and often results in publications with multiple authors or in scholarly outlets of multiple fields. Furthermore, candidates who choose to collaborate may be able to publish a greater number of items than those working alone. In different fields, order of authorship conveys different information about relative contribution to the work; however, serving as lead author on publications is an important recognition of the candidate s research scope. It is incumbent upon candidates to explain their contributions to each work in the listing that includes multiple authors. Evaluations cannot be defined solely by the number of publications or other scholarly activity. A smaller number of works of outstanding quality, or those requiring timeconsuming methodologies, may be evaluated as equal or superior to a greater number of works. Candidates demonstrate their scholarly productivity through both the quality and quantity of their publications and other scholarly activity. Further, the impact of the candidate s work as judged by leading scholars in the field or related field (i.e., external reviewers) is important in considering the quality and quantity of publications and other scholarly activity Presentations Presentations are another important avenue for dissemination of scholarship. Presentations at meetings of national and international organizations reach a wider audience and typically require more rigorous peer review than presentations at state and regional meetings. Invited addresses, keynote presentations, and organization of important symposia are indicators of a candidate s standing in the community of scholars. In general, workshops will be considered as a contribution to service or instruction unless they can be shown to make a significant contribution to the scholarship of the field Grants Obtaining extramural grant support for one's research is a valued scholarly activity in some fields, and success in seeking grant support, particularly from national sources, offers significant evidence of scholarly reputation if the awarding of the grant is based on rigorous peer review. Evaluation of external grant funding records will be considered in light of available sources and processes within the candidate s field. It is recognized that writing proposals and implementing grants are time-consuming and demanding activities that may temporarily decrease other scholarly activity. It is incumbent upon candidates to document the impact of their grant support, particularly in terms of dissemination of project results Other Scholarly Activity and Professional Recognition Leadership in professional organizations (e.g., officers, program chairs, committee chairs) and the editorial process of publication (e.g., editorships, editorial board memberships, reviews of manuscripts and conference proposals) are indicators of the scholarly reputation of the candidate. Honors, such as fellow status, invitations received for colloquium presentations or workshops at professional associations or other 11

12 universities, reviews of published works, and awards from scholarly and professional associations that result from the candidate s research, also serve as indicators of the candidate s scholarly reputation Teaching Teaching represents professional activity directed toward the dissemination of knowledge and typically involves teaching in the university classroom. Teaching includes advising and mentoring students. Teaching also may include the delivery of instructional activities in the profession, community, businesses, and schools (e.g., Professional Development Schools or partner schools), as well as the development of new courses, programs, instructional approaches, textbooks, and other curricular materials for both university and other students. Judgments of the quality of teaching activities are based on student or other participant evaluations and additional evidence of teaching effectiveness. Additional evidence of teaching effectiveness must be presented in the dossier. Evidence of teaching effectiveness may include, but is not limited to: peer evaluations, selected examinations and quizzes, students passing rates on licensure/certification examinations, a teaching portfolio, new course and/or program development, use of technology for teaching, program accreditation review results, teaching awards received, and student accomplishments and acceptance of teaching products Service Service represents professional activities directed toward the development and maintenance of University and professional organizations, as well as activities that are undertaken on behalf of the University or the profession which do not entail systematic instruction (e.g., design and development of professional conferences), including work in Professional Development Schools or partner schools (see the Board of Regents policy statement on faculty work in schools). Judgments of the quality of service are based on the breadth and impact of professional contribution and on participation at national, regional, state and local levels. 4.0 Tenure Review at the Time of Initial Appointment Based on the University System of Georgia Board of Regents Policy: In exceptional cases an institution president may approve an outstanding distinguished senior faculty member for the award of tenure upon the faculty member's initial appointment; such action is otherwise referred to as tenure upon appointment. Each such recommendation shall be granted only in cases in which the faculty member, at a minimum, is appointed as an Associate or full Professor, was already tenured at a prior institution, and brings a demonstrably national reputation to the institution. If the person is being appointed to an administrative position and has not previously held tenure, the award of tenure must be approved by the Chancellor. See Appendix G for procedures regarding tenure review at the time of initial appointment. 5.0 Overview of the Review Process 5.01 External Review of Research and Scholarship Accomplishments of the Candidate Rationale for External Review External reviews of research and scholarship are necessary to gauge the relative standing of the candidate s body of work in comparison to national and international peers who are at the same point in their careers in the field or discipline. Such reviews are intended to provide the institution with an assessment of the candidate s contributions based on the reviewer s knowledge of the candidate s body of work. Five external reviewers will be solicited for any candidate seeking promotion and tenure at the level of Assistant 12

13 Professor or promotion or tenure above the level of Assistant Professor. In exceptional cases when five reviewers are not available, the dean may accept fewer but no less than three external reviewers. In cases where the dean does accept fewer than five letters, the dean must submit a memorandum detailing the steps taken to obtain sufficient reviewers and identify the names contacted from all lists of external reviewers. These reviews should address the candidate s contributions to the development and extension of knowledge in the chosen field or discipline and the candidate s reputation at regional, national, and international levels commensurate with status and rank. New letters from external reviewers are required each time a candidate submits a dossier for promotion, promotion and tenure, or tenure; external reviewers from the earlier review may be selected Sources of External Reviewers Candidate's Suggested List In the academic year preceding a candidate's review and according to the timeline in Appendix E, the candidate will submit to the dean and to the candidate's department chair and department promotion and tenure committee a list of five names, addresses, telephone numbers, professional affiliations, current positions and a one-paragraph description for each potential external reviewer. Department Chair's Suggested List According to the timeline in Appendix E, the department chair in consultation with the department promotion and tenure committee will submit to the dean a list of five additional names, addresses, telephone numbers, professional affiliations, current positions and a one-paragraph description for each potential external reviewer. Dean's Selection of External Reviewers The dean may contribute up to three additional nominations for external reviewers. The dean will select five reviewers from the following lists: a) at least three reviewers from the list provided by the department chair and department promotion and tenure committee; b) at least one reviewer from the list provided by the candidate; c) at least one from the list provided by the dean. The candidate will be given an opportunity to review the final proposed list of external reviewers and to strike one potential reviewer; the dean will select the replacement. The candidate, department chair, department promotion and tenure committee, and dean are expected to provide additional names of external reviewers if the chosen reviewers decline to participate. In exceptional cases when five reviewers are not available, the dean may accept fewer but no less than three external reviewers. In cases where the dean does accept fewer than five letters, the dean must submit a memorandum detailing the steps taken to obtain sufficient reviewers and identify the names contacted from all lists of external reviewers. In every case, more than half of the list of external reviewers must be drawn from the department chair s suggested list Criteria for External Reviewers The external reviewers from academic institutions are to be affiliated with research universities in which the emphasis on research and scholarship is of a rigor similar to aspirational peer institutions for the candidate s discipline. The external reviewer should be a recognized leader in the candidate s field or discipline and, when available, be employed at an institution that is considered to be a peer or aspirant research university. External reviewers must hold the rank of associate professor or professor for candidates seeking tenure and/or promotion to the rank of associate professor. External 13

14 reviewers must hold the rank of professor for candidates seeking tenure and/or promotion to the rank of professor. The external reviewer cannot be a research collaborator (e.g., chair or member of dissertation committee, coauthor on research and scholarly activity, co-investigator on a grant) of the candidate. The external reviewer cannot be on the faculty of Georgia State University as a regular faculty member, adjunct faculty member, or part-time faculty member. The external reviewer cannot be a relative of or have a significant other (nonprofessional) relationship with the candidate. The external reviewer cannot have an employee/employer relationship with the candidate Communication with External Reviewers Candidates may not actively recruit or contact potential external reviewers prior to or during the review process. It is understood, however, that candidates are developing or holding national reputations and are likely to have professional contact with potential external reviewers Submission of Sample Publications, Vita, and Narrative Statement According to the timeline in Appendix E, the candidate will submit to the dean a sample of not more than five of the candidate's research and scholarly activities, a current and complete vita, and a narrative statement. In the narrative, candidates explain the quality, scope, and impact of their research and scholarly activities, as well as the connections among them. The narrative will be up to 3 typed, double-spaced pages and may become in part the research and scholarly activity narrative statement for the candidate s dossier. Each external reviewer will be sent a solicitation letter, the sample of items, the vita, and the narrative statement Request for Reviewer's Participation Preceding each candidate's review and according to the timeline in Appendix E, the dean will solicit reviews of the candidate's work (through a standardized letter, suggestion included in Appendix A) and subsequently will receive the written reviews from the reviewers. It should be made clear to all parties that external reviewers will assess the research and scholarly activity of the candidate. No honoraria will be paid to external reviewers. The Dean of the College, however, will send a letter of appreciation to all external reviewers Distribution and Confidentiality of External Reviewers' Reports Distribution of the Reports In accordance with the timeline in Appendix E, the dean will forward copies of the external reviews to the department chair, the department promotion and tenure committee, and to the ACFPT. Access to External Reviewers Letters External reviewers' letters will be accessible only to the dean, department chair, department promotion and tenure committee members, and members of the ACFPT, 14

15 within the parameters of the Georgia Open Records Law. Reviewers will be informed of the existence of the Open Records Law of Georgia (see Appendix A) Review by the Candidate's Department The department promotion and tenure committee will review and evaluate the candidate s dossier, the letters from external reviewers, and any other materials relevant to the candidate s dossier. These evaluations include a rating for each category along with the rationale for that particular rating. The committee will forward a recommendation to the candidate and to the candidate s department chair according to the timeline in Appendix E. In departments with three or more full Professors, only those full Professors will vote on candidates for promotion to full Professor. In departments with fewer than three full Professors, the dean, in consultation with the department chair, will augment faculty committees with members at the Professor rank from other department Review by the Candidate s Department Chair The department chair will review and evaluate the candidate s dossier, the letters from external reviewers, the recommendation from the department promotion and tenure committee and any other materials relevant to the candidate s dossier. These evaluations include a rating for each category along with the rationale for that particular rating. The department chair will forward a recommendation to the candidate and to the ACFPT according to the timeline in Appendix E. At each of the stages of review, a candidate must receive a written notice of the outcome of the deliberations and a copy of any evaluation(s) that are made of the candidate's credentials including any possible minority reports. Reports from department and college committees, as well as minority reports may remove the signature page or section that identifies committee members by name. A candidate has the right to respond in writing to any or all of these evaluations, and copies of the candidate's response(s) will be included in the material reviewed at all higher levels. Each department must have an established appeals procedure or request for reconsideration procedure that the candidate may choose to follow Review by the Advisory Committee on Faculty Promotion and Tenure (ACFPT) ACFPT Purpose The ACFPT is a standing subcommittee of the Faculty Affairs Committee of the College of Education. Its purpose is to recommend to the dean through the Faculty Affairs Committee of the College of Education those faculty members the committee agrees have met or not met the criteria for promotion, promotion and tenure, or tenure ACFPT Membership The ACFPT shall consist of six members, at least three of whom must be a full Professor. Only the full Professors shall be the voting members for candidates seeking promotion to full Professor. Each department of the College of Education shall elect from among its faculty one representative (1) who has been a full-time faculty member of the College of Education for three academic years, (2) who holds the rank of Associate Professor or Professor, and (3) who has been awarded tenure. Faculty members so elected shall serve a term of two years. A faculty member may not serve two consecutive full terms on the ACFPT. Faculty members who are candidates for promotion may not serve on the ACFPT. Any committee member who is a relative of the candidate or has a relationship that constitutes a conflict of interest with the candidate must not participate in any 15

16 committee work regarding that candidate. Members of the ACFPT may not vote on candidates at the department level. A schedule for each department's election has been established so that half the members of the committee will be elected each year; that schedule includes when a department will need to elect a full Professor. Departments should hold elections for representatives during the fall semester. The department chair will notify the dean and the chair of the Faculty Affairs Committee of the results of the election according to the timeline in Appendix E. The term of office will be January 1 - December 31. Should a vacancy occur before a person has completed a full term, the affected department will fill that vacancy by holding a special election. No committee action is official unless a quorum is present; a quorum consists of two-thirds of the full committee membership ACFPT Procedures The dean will notify faculty members of their eligibility for promotion, promotion and tenure, or tenure. It is the clear and unequivocal responsibility of candidates to notify their chair, the dean, and the chair of the ACFPT of the intent to submit their credentials for consideration according to the timeline in Appendix E. ACFPT will have its initial meeting at the call of the chair of the Faculty Affairs Committee according to the timeline in Appendix E. The committee will have three orders of business: the election of a chair, the review of this document, and the planning of informational sessions for faculty seeking promotion, promotion and tenure, or tenure. These informational sessions are to be held according to the timeline in Appendix E. The committee, or its designate, will review any submitted dossiers for proper format according to the timeline in Appendix E. As a courtesy the committee will return its suggestions according to the timeline in Appendix E. Based on the timeline in Appendix E, ACFPT members will meet to form themselves into teams for the purpose of reading the dossiers, reading the external reviewers letters, reading the recommendations from the department chairs and department promotion and tenure committees and reading any responses from candidates. The committee will establish its meetings in the fall as necessary to accomplish its duties. At an appropriate time the committee will meet to hear the findings of the teams in preparation for identifying any areas requiring additional information about a candidate. The committee will write a letter of inquiry to any candidates for whom the committee needs any additional information or clarification in order to prepare a well-informed letter of recommendation. After the responses from any candidates for whom additional information or clarification is needed, the committee will meet for the purpose of considering the candidates. Members will rate candidates in each performance area. Committee members, by simple majority vote, will determine whether or not the candidate should be awarded promotion in rank. The full Professors shall be the sole voting members for candidates seeking promotion to full Professor. A separate vote will be taken on the candidate s application for tenure. The committee informs the candidates of the committee s decision by letter; all members of the ACFPT will sign the letter. The candidate will have 5 working days in which to submit to the ACFPT a written response to the recommendation. A copy of each candidate s letter and any response from the candidate is forwarded to the dean. This letter includes a rating for each category along with the rationale for that particular rating. 16

17 The ACFPT may choose to have a final meeting in order to make recommendations to the College Faculty Affairs Committee on the entire process. This may involve recommendations regarding revisions of these guidelines Review by the Dean of the College In addition to the recommendation of the ACFPT, the other independent sources of recommendation to the dean are (a) the chair of the candidate's department, (b) the promotion and tenure committee within the candidate's department, and (c) the external reviewers. Based upon these sources of recommendation and an independent review of the candidate's dossier, the dean forwards a recommendation to the provost according to the timeline in Appendix E. The candidate s curriculum vitae and narrative statement; copies of the letters from the department promotion and tenure committee, department chair, and the ACFPT; and copies of the external review letters will accompany the dean s recommendation to the Provost Review by the Provost The Provost will make an independent review of the candidate s promotion and/or tenure materials. During this review, the Provost will consult with the Advisory Panel to the Provost on Promotion and Tenure. For more information about the membership and function of the Advisory Panel to the Provost on Promotion and Tenure, please refer to Section F in GSU Promotion and Tenure Manual for Tenured and Tenure-Track Professors. Informed by the Advisory Panel s recommendation and all submitted materials related to a candidate, the Provost will make a recommendation to the President of the University. The President of the University in accordance with the policies of the University System of Georgia Board of Regents makes the final decision regarding promotion and/or tenure Rating Criteria for Evaluation of Candidates Candidates will be evaluated as having met or having not met the standards for tenure and promotion in each area of consideration (research and scholarly activity, teaching, and service). For more detail regarding this evaluation, please refer to section 3.0 in this document Candidate's Withdrawal or Appeal Candidate's Withdrawal If a candidate elects to withdraw from the review process at any time prior to the due date for submission of dossiers to the ACFPT, the candidate will immediately inform in writing the department chair, the chair of the ACFPT, and the Dean of the College. At that time all review processes related to that candidate will be terminated. New letters from external reviewers are required each time a candidate submits for promotion, promotion and tenure, or tenure; external reviewers from the earlier review may be selected." Candidate's Appeal At each of the stages of review, a candidate must receive a written notice of the outcome of the deliberations and a copy of any evaluation(s) that are made of the candidate's credentials including any possible minority reports. Reports from department and college committees, as well as minority reports may remove the signature page or section which identifies committee members by name. A candidate has the right to respond in writing to any or all of these evaluations, and copies of the candidate's response(s) will be included in the material reviewed at all higher levels. 17

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